Applied Technologies Laboratory Coordinator Job at Wor-Wic Community College
Primary Function
Wor-Wic Community College is accepting applications for an applied technologies laboratory coordinator. This position serves as the laboratory coordinator for career technical labs by preparing equipment, tools and materials for classrooms and laboratories; providing instructional assistance with the operation of equipment and tools used; and demonstrating, training and observing students on safety practices and procedures.
Essential Duties
The following list is not intended as, nor should it be construed as, exhaustive of all responsibilities, skills or working conditions associated with this position.
- Performs a variety of technical, logistical and instructional support activities for one or more instructors in one to multiple classroom and career technical skills laboratory settings; assists instructors in formulating skills development projects and related materials and assignments for use in skills laboratories; and develops lab sheets and other supporting materials and resources for student use
- Prepares for, configures and disassembles equipment for demonstrations and instruction; plans the layout of equipment, materials and supplies to support instruction; moves equipment using a forklift; coordinates with college Information Technology Department for the installation and maintenance of computer software and hardware on specialized computer-based equipment, control systems and network connections; provides assistance with the fabrication of parts and other items required for laboratory demonstrations, instruction and student projects; and uses instructor diagrams and oral instructions when fabricating items
- Demonstrates and trains students on work methods and uses and operations of hand and power tools and large stationary equipment used in skilled trades courses; provides assistance to students with the use and operation of equipment as it relates to course and laboratory assignments; responds to student questions regarding procedures and requirements; provides clear and concise explanations and demonstrations to facilitate student understanding and reinforce proper use of equipment and tools; observes student operation of equipment and tools during laboratory periods; advises students on proper equipment/tool use and work methods; and provides feedback to students and instructors
- Provides direction and demonstrates safety procedures and practices; monitors students in the laboratory to ensure safety procedures are followed and the use of required personal protective clothing or equipment is worn/used; inspects and maintains laboratory safety equipment; coordinates for the safe storage and pickup of hazardous materials; conducts safety inspections and prepares required safety reports; and ensures a clean, safe and orderly learning environment in laboratories
- Stocks, maintains and replenishes the inventory of equipment, parts, materials and supplies for instructor and student use; obtains pricing quotes from vendors, prepares purchase requisitions and tracks budget expenditures; unloads and stores delivered parts and materials using a forklift and pallet jack; makes minor repairs and maintains tools in sound working condition; performs preventative and corrective maintenance and repair of laboratory equipment; arranges for major repair or replacement of tools and equipment by outside vendors; and refers facilities maintenance and technology repair issues to appropriate departments
- Participates in selecting, training and providing day-to-day work direction to student assistants performing laboratory housekeeping and other functions; assigns and monitors work for completeness, accuracy and conformance with college, department and legal/regulatory policies, requirements and standards; provides information, instruction and training on work procedures and technical, legal, regulatory and safety requirements; assists in ensuring a fair, open and inclusive work environment in accordance with the college’s mission, goals and value
- Contributes to the annual and five-year comprehensive department assessment process as per the college assessment plan
- Performs other duties as assigned
Minimum Requirements
- Bachelor's degree in relevant field; four years of additional work experience in one or more of the trades listed below can be substituted for the education requirement
- Three years of work experience in one or more of the following trades:
- alternative energy
- construction
- electrician
- HVAC
- robotics
- welding
- Maryland forklift certification (or ability to obtain within 45 days)
- Preference will be given to candidates with experience teaching or working in an applied technologies laboratory and/or experience using small equipment
Supplemental Information
Wor-Wic offers a very competitive benefits package that few employers in our area can match. When comparing one job to another, it is just as important to consider the value of the benefits as it is to consider the hourly wage. We value our employees, so we do our best to maintain internal pay equity. Therefore, the method we use to calculate the successful candidate's starting pay is based on the candidate's formal education and relevant work experience and how that relates to the education and work experience of our current employees in the same pay grade. The starting salary for these positions will likely not exceed $73,000 per year, but will be no less than $56,300, depending on qualifications and experience.
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Days and Hours of work are variable, including some evenings depending on scheduled labs (1 hour lunch).
The right candidate will represent our commitment to excellence, diversity, equity and inclusion; collaborate and cooperate with others to accomplish the goals of the college; and support new and creative ideas to enhance institutional effectiveness.
It is important that your application show all the relevant education and experience you possess. Please do not use "See Resume" or similar language in the job application, even if a resume is required. Applications may be rejected if incomplete.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. The college reserves the right to change or reassign job duties, or combine and/or eliminate positions at any time.
Applications received by February 21 will be given first consideration; the position will remain open until filled.
Benefits for Standard Employees
This summary is solely intended to provide an overview of benefits offered by the college. In the case of a discrepancy, the information in the plan documents and the policy manual supersedes any description listed here.
Medical Insurance
Full-time employees can elect to purchase subsidized medical coverage for themselves and their dependents effective the first of the month following the employee's date of hire.
Part-time administrators and support staff members can obtain medical coverage for themselves and their dependents at their own expense.
Part-time administrators and support staff members can obtain medical coverage for themselves and their dependents at their own expense.
Dental Insurance
Full-time employees can elect to purchase subsidized dental insurance for themselves and their dependents effective the first of the month following the employee's date of hire.
Part-time administrators and support staff members can obtain dental coverage for themselves and their dependents at their own expense.
Part-time administrators and support staff members can obtain dental coverage for themselves and their dependents at their own expense.
Vision Insurance
Full-time employees and part-time administrators and support staff members can elect to purchase voluntary vision insurance at their own expense for themselves and their dependents effective the first day of the month following the employee's date of hire.
Life Insurance
Full-time employees receive life insurance equal to one-and-a-half times the employee's annual salary, with a maximum benefit of $250,000, at no cost to the employee. Full-time employees can purchase additional life insurance at their own expense for themselves and their dependents at any time during their employment, pending approval from the provider.
Supplemental Insurance
All employees can purchase one or more of the supplemental insurance products offered by the college at their own expense for themselves and their dependents. Supplemental insurance provides an additional level of financial protection in the event of a serious accident or illness.
Retiree Medical and Dental Insurance
Full-time employees with 15 years of continuous full-time service at the college who meet the eligibility requirements for an early or normal service retirement of the State Retirement and Pension System (SRPS) of Maryland and have medical and/or dental coverage in effect immediately prior to the time of retirement, are eligible to remain enrolled in medical and dental insurance at their own expense. The college subsidizes the employee portion of medical insurance based on years of experience and age requirements.
Flexible Spending Accounts
Full-time employees and part-time administrators and support staff members can obtain a medical reimbursement account and/or a dependent care assistance account effective the first of the month following the employee's date of hire. Employees do not need to enroll in the college's medical or dental plan to be eligible for flexible spending accounts.
Worker's Compensation
All employees are covered by worker's compensation insurance when they are involved in a work-related accident. Worker's compensation insurance covers medical care, rehabilitation and lost wages for employees or death benefits for the employee's dependents, according to the specific terms of the insurance policy.
Short-term Disability Insurance
Full-time employees who have been employed by the college for at least one year are eligible for short-term disability coverage for non-occupational injuries or illnesses, with coverage beginning after a 15-work day elimination period and ending 90 calendar days from the date of the injury or illness. Short-term disability benefits equal 60 percent of the employee's monthly salary, with a maximum benefit of $10,000 per month.
Long-term Disability Insurance
Full-time employees receive long-term disability coverage for non-occupational injuries or illnesses, with coverage beginning after an employee has used all accumulated sick leave or has been disabled for 90 calendar days, whichever occurs later. Long-term disability benefits equal two-thirds of the employee's monthly salary, with a maximum benefit of $10,000 per month.
Retirement
Full-time and part-time support staff members are enrolled in the State Retirement and Pension System (SRPS) of Maryland. Seven percent of the employee's salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.
Full-time administrators, full-time faculty and part-time administrators can enroll in the State Retirement and Pension System (SRPS) of Maryland, or the Maryland Optional Retirement Program (MORP) subject to approval by the Maryland Higher Education Commission. Seven percent of the employee's salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.
Full-time administrators, full-time faculty and part-time administrators can enroll in the State Retirement and Pension System (SRPS) of Maryland, or the Maryland Optional Retirement Program (MORP) subject to approval by the Maryland Higher Education Commission. Seven percent of the employee's salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.
Supplemental Retirement Accounts
All employees who normally work 20 hours or more per week can make tax-deferred supplemental retirement contributions to any of the supplemental retirement funds offered by the college.
Tuition Waiver
Full-time employees and their family members are eligible for tuition waivers for credit and community and continuing education courses offered by the college. In the implementation of this policy, a family member is defined as the employee's spouse or unmarried child 25 years of age or younger.
Part-time administrators and support staff members are eligible for tuition waivers for themselves for credit or community and continuing education courses offered by the college, up to a maximum of one credit or one community and continuing education course each session, semester or term. The employee must attend on his or her own time.
Part-time administrators and support staff members are eligible for tuition waivers for themselves for credit or community and continuing education courses offered by the college, up to a maximum of one credit or one community and continuing education course each session, semester or term. The employee must attend on his or her own time.
Reimbursement for Undergraduate & Graduate Studies
Full-time employees who have been employed by the college for at least six months are eligible for tuition reimbursement for satisfactory completion of undergraduate and graduate course work beyond the associate degree at regionally-accredited colleges and universities. Course work must be related to improving the employee's effectiveness within his or her current position, or an employee can request to take course work related to another position of increased responsibility at the college, subject to supervisory approval up through the president. An employee is eligible for tuition reimbursement for up to nine credit hours per fiscal year. An employee who leaves the college must repay the full amount of all reimbursements received within the two years preceding the termination date. The maximum reimbursement provided is equal to the current in-state tuition rate per credit hour at the University of Maryland College Park, reduced by the amount received from funding sources such as veterans' benefits, financial aid, grants and scholarships.
Credit Union
All full- and part-time employees and their immediate family members can participate in the State Employees Credit Union (SECU). The SECU's definition of immediate family member, which includes the employee's parents, spouse, natural, step, adopted and foster children, grandparents, grandchildren, brothers, sisters, brothers-in-law, sisters-in-law, parents of spouse, sons-in-law, daughters-in-law, aunts and uncles, and nieces and nephews, is used in the implementation of this policy.
Annual Leave
Annual leave is earned on a prorated basis each pay period.
Full-time administrators earn annual leave at a rate of 20 days per year. Part-time administrators earn annual leave at a rate of 7.7 percent of the total hours worked per pay period.
Full-time faculty members who sign 12-month employment agreements earn annual leave at a rate of 20 days per year, but this leave cannot be taken when they are scheduled to teach classes. Full-time faculty members who sign 10-month employment agreements do not receive annual leave.
Full-time support staff members earn annual leave at a rate of 10 days per year during their first through fourth years of employment, 15 days per year during the fifth through ninth years and 20 days per year in the 10th and subsequent years. Part-time support staff members earn annual leave at a rate of 3.8 percent of the total hours worked per pay period during their first through fourth years of employment, 5.75 percent of total hours worked per pay period during the fifth through ninth years, and 7.7 percent of the total hours worked per pay period in 10th and subsequent years.
Full-time administrators earn annual leave at a rate of 20 days per year. Part-time administrators earn annual leave at a rate of 7.7 percent of the total hours worked per pay period.
Full-time faculty members who sign 12-month employment agreements earn annual leave at a rate of 20 days per year, but this leave cannot be taken when they are scheduled to teach classes. Full-time faculty members who sign 10-month employment agreements do not receive annual leave.
Full-time support staff members earn annual leave at a rate of 10 days per year during their first through fourth years of employment, 15 days per year during the fifth through ninth years and 20 days per year in the 10th and subsequent years. Part-time support staff members earn annual leave at a rate of 3.8 percent of the total hours worked per pay period during their first through fourth years of employment, 5.75 percent of total hours worked per pay period during the fifth through ninth years, and 7.7 percent of the total hours worked per pay period in 10th and subsequent years.
Sick Leave
Sick leave is earned on a prorated basis each pay period.
Full-time administrators and support staff members earn sick leave at a rate of 15 days per year.
Faculty members who sign 10-month employment agreements earn sick leave at a rate of 12.5 days per year. Full-time faculty members who sign 12-month employment agreements earn sick leave at a rate of 15 days per year.
Part-time administrators and support staff members earn sick leave at a rate of 5.7 percent of the total hours worked per pay period.
Newly-hired employees who have been members of the Maryland State Retirement System at their last place of employment can transfer their accumulated sick leave to Wor-Wic if the time lapse between their previous employment and the college is less than four months and if a letter certifying the number of accumulated sick leave days is forwarded from the personnel office of the previous employer to the college within 60 days after the employee's starting date of employment. Sick leave transferred from other agencies has no cash value at the termination of employment at Wor-Wic.
Full-time administrators and support staff members earn sick leave at a rate of 15 days per year.
Faculty members who sign 10-month employment agreements earn sick leave at a rate of 12.5 days per year. Full-time faculty members who sign 12-month employment agreements earn sick leave at a rate of 15 days per year.
Part-time administrators and support staff members earn sick leave at a rate of 5.7 percent of the total hours worked per pay period.
Newly-hired employees who have been members of the Maryland State Retirement System at their last place of employment can transfer their accumulated sick leave to Wor-Wic if the time lapse between their previous employment and the college is less than four months and if a letter certifying the number of accumulated sick leave days is forwarded from the personnel office of the previous employer to the college within 60 days after the employee's starting date of employment. Sick leave transferred from other agencies has no cash value at the termination of employment at Wor-Wic.
Employees can use a maximum of 64 hours of accumulated sick leave per year for sick and safe leave. An employee is eligible to begin using sick and safe leave 107 calendar days after his or her hire date, whichever is later. If an employee is rehired by the college within 37 weeks of the employee's separation date, a maximum of 64 hours of unpaid and unused sick leave will be reinstated.
Personal Leave
Personal Leave
Full-time employees earn personal leave at a rate of four days, or 30 hours, per year, prorated according to the employee's first day of employment.
Part-time administrators and support staff members receive a proration of four personal days, prorated according to the employee's first day of employment, based on the employee's budgeted weekly hours.
Part-time administrators and support staff members receive a proration of four personal days, prorated according to the employee's first day of employment, based on the employee's budgeted weekly hours.
Bereavement
Full-time employees are entitled to four work days of bereavement leave to attend the funeral and/or attend to the affairs of the deceased in the event of the death of an immediate family member. In the implementation of this policy, an immediate family member is defined as a spouse, child, parent, parent-in-law, son- or daughter-in-law, brother, sister, grandparent, grandchild or any other relative living in the employee's household. One day of bereavement leave is granted to attend the funeral and/or attend to the affairs of the deceased in the event of the death of a relative not defined as an immediate family member.
Holidays
Full-time employees receive paid holidays. The college's 16 official college holidays include Martin Luther King Jr. Day, Good Friday, Memorial Day, Independence Day, Labor Day, the Wednesday before Thanksgiving Day, Thanksgiving Day, the day after Thanksgiving and eight working days as a winter recess, which begins on or before Dec. 24 and includes Jan. 2 when Jan. 1 falls on a Sunday. Employees should consult the official calendar listing of holidays in the college catalog.
Military
Full-time employees and part-time administrators and support staff members who are in the uniformed services can take accrued annual or personal leave, or leave without pay, to serve in the uniformed services.
Court Duty
A full-time employee who is called to serve on a jury or is subpoenaed as a court witness to testify in a proceeding to which the employee or a related party is not personally involved is granted special leave with pay for the period that he or she is required to be in court, plus any necessary time for travel.
Employee Assistance Program
All employees and their household members can access free, confidential assistance to help with family, personal or professional problems. Services are available 24 hours per day, seven days per week, by calling (800) 327-2251.
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